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As the representatives of 13 urban epicenters, we are committed to setting an example for our partners when building awareness and commanding action for Racial Equity, Diversity, and Inclusion in the workplace development ecosystem. There has never been a more relevant time to help our partners strengthen their social justice efforts and bridge the gap in responsiveness.
Building and maintaining an inclusive, racially equitable culture at work is vital for organizations to succeed. Anti-racist and equity programming is intended to produce workforce practitioners who can plan, design, and deliver inclusive practices within their organizations. Investing in this education helps develop the knowledge, skills, and abilities in people and commits organizations to ongoing learning and long-term transformation.
Develop an interagency learning community to spearhead the REDI platform and set a baseline for the work that needs to be accomplished
Build the regional infrastructure of an action learning community to educate, in a safe space, regional representatives on how minorities have been underrepresented, underpaid, and undervalued at work
Share the findings from the interagency MUS team and the regional infrastructure with our employers, members, and their networks to integrate REDI in the workforce
Drive organizations to accurately define their REDI commitments, categorizing which specific groups are actively engaged with the initiative
Encourage leaders to allocate resources (time, money, human capital) towards REDI efforts
Dismantle the notion that incorporating REDI in organizational missions, visions, and values means that you’re politicizing the activity
Engage in thoughtful dialogue and set the tone for new expectations, as a learning community, among the workforce boards
Develop and share tools such as REDI-specific zoominars that help jumpstart the conversations about racial equity in the workforce, starting with the leaders of our partner organizations
Implement changes in contracts and bidding to the advantage of organizations that have policies and practices that advance equity
Capitalize on the scope and size of the MUS network to better understand REDI in the workplace and how it directly impacts the bottom line
Focus on longer-term messaging to demonstrate replicability and scalability
Every MUS project moving forward will make REDI an intentional and active part of design and implementation
Ensure the MUS stakeholders have active and appropriate engagement
We embrace a vision of workplace development as a powerful engine for disrupting structural racism and fulfilling our nation’s promise of equal opportunity for all. It’s up to us to support an honest conversation on vulnerability and leadership internally and with our partners. As we establish our culture and the practice of our work, we will set the tone and enable members to be an integral part of driving change in the workforce ecosystem.
